Metodologies de treball i innovació en la Direcció

Strategy Overview

Provide a comprehensive suite of engagement services and models for agencies and employees by:

• designing, providing, and promoting employee engagement tools, products, and services accessible to agencies and employees;

• partnering with agencies to promote and share promising practices and metrics on employee engagement; and

• testing, scaling and adopting new workforce approaches, promising practices and technologies for flexibly assembling and deploying talent within and across agencies through GovConnect.

Relevant information and tools are needed to provide the Federal workforce with the ability to increase engagement. Strategies 6.01 and 6.02 are focused specifically on training and hiring leaders, and this strategy encompasses a broad set of initiatives to provide an even more complete engagement toolkit for agencies and employees.

OPM has identified programs, products and services that will support employee engagement by

addressing factors such as diversity, inclusion, work-life programs, and several processes for information sharing among agencies. By focusing on the following factors and processes that have been linked to engagement, these activities will support agency engagement goals and efforts, and in the aggregate, increase engagement and performance.

Anticipated FY 2016 Accomplishments

To provide a comprehensive suite of engagement services and models for agencies and employees, OPM will:

• continue to support Community of Practice to promote best practices in employee engagement Government-wide;

• continue to implement hybrid course delivery methods to provide a comprehensive suite of engagement, work-life, and leadership development tools and training for HR professionals;

• consult with agencies on Federal Employee Viewpoint Survey (FEVS) action plan development and implementation;

• provide agencies with assessment, human resources strategy and training services that help agencies drive employee engagement by hiring and promoting qualified employees, evaluating the workforce, increasing organizational effectiveness and measuring results;

• provide agencies with learning strategies that improve employee engagement through OPM contracting vehicles;

• leverage HR University, the Diversity & Inclusion (D&I) Strategic Partnership (the Partnership), and Federal Employee Resource Groups to promote successful practices;

• promote and share promising practices and metrics on employee engagement during and as the result of agency human capital self-accountability audits and OPM’s HR oversight audits;

• conduct multi-agency pilots to test programs and technologies to share talent within and across agencies through GovConnect;

• promote and deliver low-cost, effective learning solutions for the Federal community through expanded distance and blended-learning solutions, skills immersion mini-workshops, and open enrollment course offerings through HR Training On Demand program;

• train HR professionals across the Federal Government through HR University (HRU) and the HR Training on Demand program and assisting HR specialists with additional policy and guidance;

• continue to identify opportunities and partnerships that will support Federal agencies with leadership assessments and succession planning activities;

• continue to develop, enhance, and integrate our three components in the USA Suite of Services: USA HireSM, USA PerformanceSM, and USA SurveySM to achieve end-to-end capability with other OPM HR systems;

• continue business process innovations that leverage opportunities to deliver off the shelf solutions applicable to multiple agencies, and refine and enhance the scalability of existing products and services, while maintaining customizable features where necessary to meet client needs; and

• work with agencies to improve the Qualifications Review Board (QRB) process.

Implementation Program Organizations:

Chief Human Capital Officers Council (CHCOC), Employee Services (ES), Human Resources Solutions (HRS), Congressional, Legislative and Intergovernmental Affairs (CLIA), Executive Secretariat (OES), Office of Communications (OC), and Office of the Director (OD).

Implementation Considerations:

OPM’s CHCOC, ES, HRS, ODI, PPA, and OD will directly support this strategy to provide a

comprehensive suite of engagement service and models. ES will provide policy direction and leadership in designing, developing and promulgating Government-wide systems and programs; HRS will offer standardized as well as customized products and services to agencies on a reimbursable basis; ODI will provide leadership and efforts focused on developing, driving and monitoring strategies and initiatives designed to create a more diverse and inclusive Federal workforce; PPA will develop and provide metrics and analysis as well as overall oversight on People & Culture engagement activities, and MSAC will monitor and assess results of agency activities.

Performance Measure FY 2011 Result FY 2012 Result FY 2013 Result FY 2014 Result FY 2015 Target FY 2016 Target

Percent of CHCO Act agencies that access the Employee Viewpoint Survey Online Reporting & Analysis Tool

N/A*

N/A* N/A* N/A* - 100%

Percent of CHCO Act agency components that access the Employee Viewpoint Survey Online Reporting & Analysis Tool

N/A* N/A* N/A* N/A* - 75%

Percent of CHCO Act agency lower-level

components that access the Employee Viewpoint Survey Online Reporting & Analysis Tool

N/A* N/A* N/A* N/A* - 50%

Percent of users satisfied with Unlocktalent.gov N/A* N/A* N/A* N/A* - 75%

Percent of components of CHCO organizations

that increased employee engagement scores^ N/A* N/A* N/A* 36% 41% 50%

Performance Budget Request by Strategy, Organization and Fund–All Resources

STRATEGIC GOAL/STRATEGY FY 2016 Request Dollars FTE

Engaged Federal Workforce 6.03

Provide a comprehensive suite of engagement services and models for agencies and

employees $18,053,536 74.9

Chief Human Capital Officer Council

Advances & Reimbursements To S&E $21,112 0.1

Employee Services

Salaries & Expenses $803,737 5.5

HR Solutions

RF - Training Services (HRS) $16,714,060 66.0

Office of the Director

Common Services $258,156 1.6

Congressional, Legislative and Intergovernmental Affairs

Common Services $37,534 0.2 Executive Secretariat Common Services $29,371 0.0 Office of Communications Common Services $189,566 1.5 OPM Total $18,053,536 74.9

* _{N/A - Not Available - no historical data available for this period.} ^ _{This measure is related to strategies 6.01, 6.02, 6.03, 6.04, and 6.05.}

Strategy: 6.04 Ensure agencies target, address, and measure key drivers of